Abstract
Group task satisfaction has been conceptualized as the group-level counterpart to individual job satisfaction and represents the group’s shared attitude toward its task and work environment. This study investigated whether group task satisfaction would explain incremental variance in organizational citizenship behaviors, group performance, and absenteeism norms, after the variance explained by aggregated individual job satisfaction and group affective tone was taken into account. Survey data were collected from 66 work groups and 51 supervisors. Measures of group task satisfaction explained unique variance in ratings of citizenship behavior and absenteeism norms but did not explain unique variance in ratings of group performance. Our findings support the validity and utility of group task satisfaction and illustrate the importance of assessing group-level constructs directly.
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